Team size: 15 people

How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience?

During periods of crisis or instability, Legal’s role goes beyond risk mitigation — it becomes a key pillar of organisational resilience. My approach is rooted in strategic, business-oriented support that ensures legal certainty while enabling agile and responsible decision-making aligned with the company’s long-term goals. In such times, the legal team must act as a true business partner, offering clear, accessible, and proactive communication. Trust across the organisation depends not only on sound legal strategy, but also on its transparency. Especially in high-impact scenarios — whether nationally visible or business-critical — it’s vital for Legal to lead the conversation, ensuring all employees, not just executives, understand the direction and are reassured.

We maintain an active posture of alignment and accountability, reinforcing our commitment to integrity and business continuity. In doing so, Legal shifts from being a risk filter to becoming a driver of strategic decisions and a source of confidence — both internally and externally — even in challenging environments.

What are the major cases or transactions you have been involved in recently?

Recently, I had the honour of leading high-impact sectoral initiatives for the digital ecosystem, including participation before Brazil’s Supreme Court (STF) through the Digital Innovation Movement (MID) as Amicus Curiae. Our goal was to advocate for innovative labor solutions for app-based workers — ensuring social rights while preserving their autonomy and safeguarding the continuity of digital platforms in Brazil.

I also led key corporate transactions involving AI and e-commerce (details currently confidential) and played a direct role in strategic labor cases before the Superior Labor Court (TST), securing favorable outcomes for the company and contributing to relevant case law on platform work, delivery models and relationship with contractors.

Additionally, I’ve been actively engaged with Brazil’s National Congress in legislative discussions to help shape regulations for the digital platform economy, aiming to keep the country open to international investment and innovation.

What emerging technologies do you see as having the most significant impact on the legal profession in the near future, and how do you stay updated on these developments?

I see Artificial Intelligence as the most transformative technology for the legal profession in the near future. We’re moving beyond task automation into predictive, data-driven legal work that positions Legal as a true center of strategic intelligence within organisations.
AI-powered tools already streamline operational demands, freeing legal teams to focus on high-impact issues. Integrated with customer service systems and internal/external legal databases, AI enables predictive analysis — identifying litigation trends based on consumer behavior and judicial precedents.

Another key development is the rise of legal analytics (jurimetrics), enhancing our ability to forecast case outcomes, assess risk with precision, and support smarter business decisions.

To stay current, I combine hands-on practice with ongoing engagement in legal innovation communities, specialised publications, and collaboration with legaltechs. I also work closely with tech, data, and customer experience teams — where some of the most meaningful legal innovations emerge.

How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment?

I believe diversity and inclusion are not only core values, but also strategic pillars for building stronger, more innovative legal teams that reflect today’s social realities. As a woman, mother, and young executive, I’ve experienced firsthand the challenges of representation and equity in the corporate and legal world.

This perspective drives my commitment to creating a more inclusive and welcoming legal department, through both awareness and concrete affirmative actions — particularly focused on the inclusion of women, LGBTQIA+ individuals, and Black professionals, from hiring to career development.

We set clear representation goals, partner with inclusion-focused organizations, and run internal mentorship programs to support diverse talent. We also foster open dialogue through team workshops and unconscious bias training.

Leadership must actively drive this transformation. In Legal, that means going beyond compliance to build a culture where everyone feels safe to be themselves and empowered to grow.